Sunday, May 31, 2020

Bashful Brits Bypass Boasting on LinkedIn [STUDY]

Bashful Brits Bypass Boasting on LinkedIn [STUDY] The nation’s famed modesty could be stopping people getting what they want from their careers, according to a new study released by LinkedIn UK.  The findings show that almost a third (32%) of Brits shy away from talking about their own achievements in interviews and job reviews, whilst as many as 40% admit to feeling uncomfortable when networking with people they don’t know. This modesty and shyness is effecting people’s professional relationships online, as well as in the workplace, with one in four Brits (28%) admitting that they feel uncomfortable connecting with someone more senior on LinkedIn too. The study, which surveyed 2,000 Brits and observed how people behave on LinkedIn, found that this may be impacting people’s careers and job satisfaction, with more than half (56%) of those surveyed believing they’ve missed out on promotions because of their modesty, whilst almost a quarter (24%) admit to feeling unfulfilled at work and nearly half (46%) regularly suffer the ‘Sunday Night Blues’. LinkedIn has also observed that men and women differ when it comes to networking, with four in ten (43%) feeling uncomfortable networking with people they don’t know, compared to 33% of men. Women also feel less comfortable than their male colleagues in talking about their own professional achievements.  With half (51%) of the survey respondents admitting they don’t have a career plan, despite a similar number (58%) feeling that they’re in the wrong industry. LinkedIn UK  announced the launch of a ‘Career Control’ campaign to help professionals take control and plot a path to their future career. For career control, LinkedIn recommends: Have a plan â€" To be fulfilled at work, you first need to decide what you want from your career â€" what are you passionate about, and what’s going to get you out of bed in the morning? Once you’ve got an end goal in mind, it’s much easier to prioritise the connections you need to make, and the skills you need to develop, to get there. Plot your path â€" Looking at people’s careers that you admire can help you plot your own career path. Whether it’s Richard Branson or your boss, use LinkedIn to look at the path that they took â€" this will help you sketch out your career “to do” list. Do your research â€" Whether you’re networking on or offline, the same golden rule applies â€" do your research. If you know who’s attending an event, for example, you can come armed with conversation starters, likewise having a bit of background on the people you’re networking with online can help you tailor your patter. Big up without bragging â€" To show your skills without showing off, be selective. You don’t need to mention everything you’ve ever done on your CV, LinkedIn profile or in job interviews. Cherry-pick your best achievements, and make sure you’ve got tangible examples to back them up. Finding a colleague to endorse your achievements can also be incredibly useful. Make sure your on and offline personas match â€" With employers increasingly checking candidates out online as part of the hiring process, the online world is your career “shop window”, so make sure your profiles are up to date and engaging. Also make sure the prospective employers can only access the things that you want them to â€" checking your privacy settings on social sites is important to make sure your personal and professional lives don’t mix. I had the pleasure of discussing this study  with our great friend  Aimee Bateman of Careercake, an expert on all things careers and job search. In this video she shares her thoughts about  LinkedIn and some very useful job search  tips.  If you have any questions at all, please let us know in the comments below! RELATED:  10 Tips for the Perfect LinkedIn Profile [INFOGRAPHIC]

Wednesday, May 27, 2020

How to Write an Experienced Nurse Resume

How to Write an Experienced Nurse ResumeIf you are looking for a way to boost your chances of landing a nursing job interview, writing an experienced nurse resume is a good place to start. Nurse professionals have a variety of duties in the healthcare industry and the demands on them are increasing as the populations of the elderly and children grow in number. Thus, there is a high demand for qualified nurses that can provide quality care to patients, regardless of their current health status.The Nurse Credential Evaluation process is necessary in order to ensure that the certified nurses are the most appropriate candidates for the positions to be filled. The process identifies the skills that they possess that would help their employers meet the goals that they have set for themselves. A nursing resume should be written according to the specifics of the individual case so that they would be understood by the job interviewers.Several professional medical organizations have devised se veral sample resumes that they have created for each applicant to be considered for employment. These resumes may have been created and tailored according to the company's demographics, or the resume may be customized to suit each applicant. Since each job is unique, these samples have been created in order to be used by the potential employees so that they would get a better idea of what the company will be asking for.Some of the most common characteristics of each resume are laid out in a systematic manner so that potential candidates could read and understand its contents. This will ensure that they can respond appropriately to the questions that would be asked during the interview process. In addition, an experienced nurse resume should be tailored according to the needs of the person who is going to be applying for the job.It is imperative that a potential candidate clearly understands the employment requirements of the job to be filled. It is crucial to know the job requiremen ts in order to avoid any confusion during the interview process. Reading through the application package and the sample resumes that were created will help the potential candidate to have a clear picture of what he or she needs to do during the interview process.One of the best ways to prepare is to write a list of all the important aspects that need to be addressed in the job interview. The information on this list should be listed in such a way that the complete resume can be used for the different job openings. In addition, the resumes must be created in such a way that it could be passed on to the hiring manager without any hesitation.When sending out the resumes, it is important to make sure that they are returned to the sender so that they can be added to the appropriate folder. Once a recipient has received the resume, he or she could use it to start the process of contacting the applicant for further interviews. To ensure that an applicant gets hired immediately, the applica nts need to have their resumes reviewed by the actual employer.Career fairs are great places to find out about various opportunities available in the healthcare industry. Since employment opportunities are much more plentiful than before, more candidates are coming out of the woodwork. Consequently, nurses with exceptional skills and the expertise in the field can benefit greatly from looking into opportunities that are not advertised.

Sunday, May 24, 2020

How To Ask For A Sabbatical - VocationVillage

How To Ask For A Sabbatical - VocationVillage Todays article features an interview with Pat Katepoo, author of the ebook, How To Get Six Weeks Off To Travel. What are some of the ways youve seen people spend their six weeks of travel?The ways are as varied as the individuals: some have taken time to learn a new language or a new way of cooking through cultural immersion; others have challenged themselves physically with adventure travel, such as a multi-day hiking or rock climbing expedition; many people are interested in giving back through a volunteer vacation or missions trip.But the underlying reason? They need a break from work! People who’ve had their nose to the grindstone for years eventually hit a point where they feel drained of creative energy and thought. They might feel stuck professionally or very weary. It may not be full-blown burnout, but there’s a genuine need to step aside from the usual work routine. A sabbatical can refresh their thinking, renew their energy, restore their creativity, and recharge them to new levels of productivity.Your book proposes six weeks as an ideal length of time for a sabbatical most likel y to be approved by employers. What are some of the reasons you chose six weeks as the focus for your proposal outline? While I’m certainly in favor of sabbaticals that are six months or more, there is less management resistance to a request for six weeks off. For one, a six-week sabbatical can be presented as typical because it closely parallels the five-week average among employers who have sabbatical leave policies.Further, six weeks off is, unfortunately, the American standard for women going on maternity leave, so many managers and coworkers are familiar with planned absences of that duration. So from a negotiation standpoint, a proposed plan for work coverage during a short-term sabbatical leave can be positioned as similar to a maternity leave.Are sabbaticals offered by most employers or are they relatively rare?Outside of the academic world, they are still relatively rare. That’s why, for most professionals, if they want one, they have to craft their own plan and proposal to present to their employer.What are some predictors of success in getting a sabbatical approved?I would name three fa ctors for enhancing the chances of management approval: (1) Work for your employer for five+ years; (2) Be a solid performer in your job role; and (3) Present a well-thought out plan and proposal in writingHow does your ebook help employees in their effort to win approval for a sabbatical?How To Get Six Weeks Off To Travel is both a workbook and negotiation guide. It walks the user step-by-step through the planning and request process. The core of the Package is the practically-completed proposal template with its persuasive wording for winning approval.Beyond that, there are several ideas for addressing work coverage, multiple ways to present the employer benefits of your sabbatical to your manager, a month-by-month preparation checklist to follow to reach approval, scripted replies to objections, conditions for getting a paid sabbatical, and even a motivation chapter to keep on track toward the goal.With a solid plan, it’s very doable to make a short-term sabbatical dream come t rue. How To Get Six Weeks Off To Travel provides that plan.. How to Get Six Weeks Off To Travel is available as a bonus with the purchase of any Flexible Work Proposal Package at WorkOptions.com. (This is an affiliate link. The cost to you is not higher from using this link, and the small referral bonus to me helps offset the costs of running this website.)

Tuesday, May 19, 2020

How do you Measure Candidate Experience

How do you Measure Candidate Experience There are many websites which list the best companies to work for based on the candidate experience Glassdoor probably being the most popular one. But just how is candidate experience measured? Is it a tick-box exercise or is it more in-depth than that? This week our expert panel share their thoughts on how they think candidate experience should be measured. Katrina Kibben There are a ton of metrics and data points you can pull but the best data youll get is through open-ended surveys. Listening to what people say and how they say it. Every hiring team should spend time reading this data to evolve their process. Katrina Kibben is the CEO and Principal Consultant at Three Ears Media. Kevin Grossman The only way to know what they feel about their candidate experience is to ask them with feedback surveys. There are key metrics that we use to measure candidate experience with the Talent Board benchmark research program. These include what the candidates’ overall rating of their experience is, whether or not they will apply again, refer others or make purchases if and when applicable. There are a lot more benchmarks we capture every year, but these are the key metrics we look at with employers. Kevin Grossman is President of Global Programs at The Talent Board. Lori Sylvia The employers that are measuring candidate experience today are doing it mainly with surveys, which is good for ratings and anecdotal feedback. I’m seeing net promoter score being used more and more, which will tell you how a candidate feels about your company, but it’s not good for knowing what your candidate experience is actually like. There’s new technology available that will measure the actual candidate experience in terms of interaction with all your recruiting touchpoints and especially the flow of your careers site and application process. So you can measure both, is the experience working and how do candidates feel about their experience. Lori Sylvia is the  Founder and CEO of Rally Recruitment Marketing. Manuel Heichlinger The nature of candidate experience makes it very hard to measure in an objective way. But there are certainly some good indicators as to whether your candidate experience is up to scratch. Offering lots of roles without much take-up? This would suggest the interview experience is a negative one. Research has found that 65% of candidates say a bad interview experience makes them lost interest in the job. And this can have a negative knock on effect on overall recruitment numbers- as 1 in 4 candidates who have a negative application experience would dissuade someone else from applying to the same company. Similarly, if you are a recruiter who is having little luck receiving responses on LinkedIn, it might be worth taking the time to personalise your InMails, as we have found that acceptance rates for bulk InMails are 15% below average. Manuel Heichlinger is  LinkedIn’s Senior Manager for Talent Acquisition. Jeanette Maister Ask them in-person and be upfront about how you do it. Because the candidate experience is never ending, it’s important to always be improving. The only way to improve is to take the advice from those who have been through it. Run surveys after every interaction and gauge moods. Have constant dialogue to find out what’s working and what’s not doing so well. The more evidence you can get, the better the candidate experience you can continue to deliver in future cycles. Jeanette Maister, is Head of Americas at  Oleeo  (formerly WCN). Josh Tola There are a number of ways you can measure the candidate experience. A simple way is to perform a NPS survey on the candidates that engage in your hiring process. The only issue with this is that it doesnt capture the entire candidate experience as the candidate is only thinking about their direct interactions with your company. On the front end of the candidate experience, you should be looking at statistics such as conversion rates on your careers page (e.g. Viewed careers page Applied to job) or conversion rates on the job ads themselves. Josh Tolan is the CEO of Sparkhire. Aida Fazylova XOR measures our candidate’s experiences through surveys. We surveyed more than 10,000 applicants a couple of months ago. Based off of the responses we received, 93.3% rated their experience as excellent, 6% rated us good, and 0.7% rated us as poor. We’ve learned candidates who had a negative experience with your hiring process are more likely to spread their thoughts, while candidates with a positive experience are more likely to give referrals. We can use the data gathered from these surveys to change what’s not working and improve upon what is. Aida Fazylova, CEO and Founder, of  XOR.ai. Benjamin Gledhill We carry out both qualitative and quantitive surveys to all candidates at various points of the hiring lifecycle to ensure we gain both an accurate picture throughout rather than a one off instance. . Benjamin Gledhill is the Head of Resourcing at Yodel. Jill Shabelman There are many ways to measure candidate experience from pulse surveys during the recruiting process, to formal feedback surveys sent at the completion of the process, to sentiment shared through public, online forums.   Some recruiting metrics such as cycle time, accept rate and likelihood to refer (promoter score) may also correlate to candidate experience measurement. All can provide insight into areas your organization can address either immediately or over time. The problem usually isn’t a lack of data or inputs, it’s in finding the meaning in it all and understanding the essential pieces of the experience that need the most focus. Jill Shabelman is the  Employer Brand Marketing Manager at Deloitte Services LP. Chris Murdock Only 1 in 4 employers ask candidates for feedback on their interview process after closing remarks have been made, yet 72% of candidates who had a poor candidate experience will report it online or within their own circles. This greatly harms your employer brand for those researching your company in the future for available positions you’re looking to fill. Before you end a conversation with a candidate, send them a quick feedback survey asking what they liked, didn’t like, and how the whole process could be improved. Chris Murdock is Senior Partner and Co-Founder at IQTalent Partners.

Saturday, May 16, 2020

Tips For Resume Writing 2020

Tips For Resume Writing 2020One of the latest developments in the field of resume writing is the inclusion of tips for resume writing 2020 in many of the on-line business directories. These tips are aimed at helping the professionals who are also aspiring writers.Let us have a look at a conventional resume. A conventional resume usually includes the name, contact information, profession, employment history, educational background and any other relevant information related to the job that is being applied for. These details are provided in chronological order with the latest at the top.This way, it may appear obvious to the reader to skip the material on the bottom as being irrelevant or unimportant. Hence, the purpose of the conventional resume is defeated, as these same professionals are then unable to take the necessary risks in taking up interviews for the jobs that they are most likely to qualify for.But this does not mean that the tips for resume writing 2020 have to remain the same as what has been used in the past. The templates and techniques employed in the past will not be useful for the professionals of today. What is more, many of them will not even have the adequate training that is required to prepare a conventional resume.In today's world, there are many guidelines that should be adhered to, not only by the candidates but also by the employers, especially when it comes to hiring, hiring again. In other words, many of the same techniques are used by both parties. Thus, the tips for resume writing 2020 can be updated to take into account the new trends in the world of business.There are those who would prefer to give the applicant's only the information required by the job that is being sought after. They would then go on to assume that the applicant's ability to express themselves properly with the help of the computer or the internet andby using a reliable type of resume or cover letter would certainly take care of the rest.So, while hiring the c andidates, the employer would be assured of the fact that the applicant has indeed sent him or her a cover letter that contains all the required information. But, the employer would also be interested in the candidate's ability to adapt to the different cultures and their respective practices. Hence, he or she would ensure that the applicant is able to communicate effectively with the employer in the same manner as is necessary for an employee.While hiring professionals, the employer will also be interested in the same regarding the resumes and covers. Therefore, while using the tips for resume writing 2020, it is essential to be updated with the latest trends in the job market.

Wednesday, May 13, 2020

Its September 24th. Have you updated your resume - Sterling Career Concepts

Its September 24th. Have you updated your resume Its September 24th. Have you updated your resume? This month marks the 9th annual International Update Your Resume Month sponsored by Career Directors International. Its a great timeto take note ofprofessional accomplishmentsfrom the past year.Career professionals recommend clients have an updated resume ready to go as you never know when an appealingopportunity could arise or your employment situation might change. This isespecially true today. Why risk updating such a critically important document at the last minute? Take the time to jot down your accomplishments from the past year projects in which you were involved, promotions, awards or recognition you received, professional development or continuing education courses completed, and new responsibilities assigned. Dont have time to think about this now? Your to-do list already long? Even if you dont physically update your resumenow, taking stock of this information at least once a year is an exercise that will reap many rewards onceyou dorevise the document. * * * In honor of Update Your Resume Month, check out a series of 75 resume tips from Career Directors International onTwitter @careerhero.

Saturday, May 9, 2020

Tis the Season - To Find Your Job - CareerAlley

Tis the Season - To Find Your Job - CareerAlley We may receive compensation when you click on links to products from our partners. I stopped believing in Santa Claus when I was six. Mother took me to see him in a department store and he asked for my autograph. Shirley Temple You may not believe in Santa Claus, but you can get the gift you want for Christmas if you work hard over the holidays (that gift being a job, of course). The general rule of thumb (or at least my general rule of thumb) is that not much hiring goes on between the end of November and the New Year. There are several reasons for this the Holidays, companies who have run out of budget for the current year, planning that is mid-stream for next year and the fear that people wont move at the end of the year (missing their bonuses however small they may be). But while all of this is true to a certain extent, this is actually the best time of year to be ramping up your job search effort. Why, you may ask? Because for all of the reasons I raised before. The Holidays will soon be over, most companies budgets start on January 1st and the lead time for interviewing is several weeks long. So spending time now will get you in the best position for new hiring at the beginning of the New Year. Recruiters: A-List Associates This recruiting firm specializes in Executive Assistants and Administrative Support and are a New York City based firm. Their main page has tabs at the top for About Us, Why A-List?, Services, Positions and Contact Us. Click on the Positions link to view the open positions. Each position has a brief overview and you can apply fr the job directly from this page. If you dont see a position that suits you, go to the Contact Us link and click. The Contact Us page has several contact options: phone, fax, snail mail and an online contact file (where you can attach your resume for upload). Harris Rand This is a retained executive search firm that specializes in public service organizations across the US. The main page has a comprehensive overview of the company with links on the left hand side of the page for Biographies, Client List (a good source of leads), Current Searches, Search Process and Associated Resources. Click on Current Searches to see current job opportunities. Click on any job to see the details. You can apply directly online. Contact info for the firm is located at the bottom of the Current Searches page. Sinon Group This search firm has two locations, one in NY and one in Connecticut. Their main page has a high level over view with office contact information. The left hand side of the page has links for About Us, Partners, Contact Us and Current Jobs. Click Current Jobs for a list of all open positions. You can click detail to see additional information on any job and you can apply from within the job description or from the summary jobs page. Click on Partners to contact the partners directly (bios and contact information is provided on this page). Top Tier Financial Specializing in Finance and Construction (according the their website), the main page has a company overview with tabs at the top for Candidates, Our People and Contact. The right hand side of the page has a link for the Construction part of the firm (which has similar links). No jobs are listed on the site, but click Contact for snail mail, phone, fax and email address. Roberts Ryan A simple home page, this firm recruits for a number of industries. There is a brief overview, followed by a few tabs Who We are, Our Experience, Candidates and Contact Us. Click Candidates and then Learn More and Submit to email your resume. Click Contact Us for telephone, fax and snail mail information. Recruiter Lists: Oyas Recruiter Directory This site provides a list of recruiters. You can see recruiters by specialty or recruiters by location (both links are on the top left hand side of the page). Center page are the recruiter highlights for the day. Executive Search Firms This list (half way down the page) is by the Riley Guide. The list is alphabetical. List of top recruiters,email addresses and other contact information A slightly different approach from AskStudent.com, this is a list of companies (and the internal recruiters). The list includes 83 companies along with the contact, their email address and the website. Good luck in your search.